What is talent? How do you judge it? Shouldn’t qualification, experience, useful contribution in the past etc. be the yardstick to measure potential in an individual?
There is something called as an ‘inherent’ potential which might not come across directly in the CVs, but to a trained talent hunter, it becomes pretty apparent. Though if it doesn’t show in the CV, then surely during the interview!
But many a times, when one approaches a new job, the one thing that is commonly asked is about the person’s last drawn salary. And unfortunately, on this basis, an individual’s pay is decided in the next organization.
Consider this; a salary drawn can be dependent on factors such as the company one works for (start-up or an established company), the role entrusted in previous organization, etc. Some companies offer better non-salary perks and higher bonuses, ESOPs etc., which might have a bearing on one’s final pay slip.
Secondly, in today’s uncertain job market, many people take a plunge and work for start-ups, and in many cases, sacrifice salary hoping that the start-up would one day bloom, but as we know, many of these companies do not see the end of the day.
In today’s uncertain job scenario, people learn, unlearn and relearn various tricks of the trade to become relevant. They take risks and also fail or become unemployed.
Should an individual who is unemployed for a while, because of volatile job market or the risks that he or she might have taken, make him vulnerable to lesser pay in future organizations?
Salary should commensurate with knowledge, experience, ability and the sincerity of purpose, and not by a dip in one’s career due to the above mentioned points. Good companies do not compromise on talent and give due worth and recognition, because as they say, ‘You don’t build a business –you build people– and then people build the business”.